Pre Employment Testing and Personality Assessment

This site provides information on pre employment assessments, personality testing, and other practical considerations regarding pre-employment selection
programs. Saterfiel & Associates provides the leading edge in internet based, pre employment testing and assessment products that are administered
and scored online. If you are looking for a quality employment aptitude test, sales aptitude assessment, or career assessment test, you will find it here
and all are available online. Call 985-651-2819 for more information regarding Internet based testing programs.

On this page you will find links to all of the information you need regarding pre employment personality testing,
personality assessments, and sales aptitude testing. If you are specifically interested in sales skills,
go straight to the Sales Achiever.
It is a highly effective sales aptitude test that goes into detail regarding those critical innate sales skills.

Employment type personality assessments are used for various purposes such as training and
development, customer service testing, career assessment, reducing employee turnover, leadership development,
applicant screening, and also as a supplement to commercially provided background checks. Good pre-employment personality
assessments and sales aptitude assessments are behaviorally based as opposed
to the standard personality test which may only have face validity.

Behavioral testing provides for a more predictable outcome when used for screening applicants for employment. Many
times the behaviors outlined in the employment testing report can be confirmed through background screening
reports or subsequent reference checks. Structured interviews and/or behavioral interviewing is a very subjective process. By
using validated employment testing and assessment tools, a company adds a much needed element of
objectivity, especially regarding management evaluations.

Pre-Employment Assessments Complement the Interview Process

Job fit is very important and many companies use behavioral interview questions to try to match the candidate with the job.
You want to know that a management candidate has good communication and interpersonal skills, but you also want to know about their
overall leadership skills and management potential. What about the candidate's customer service skills, sales skills or
their emotional intelligence? Doesn't the interviewer have enough to focus on without going into so much detail in the short time allocated to
complete the interview? Well, that is the whole point behind the use of pre employment assessments. You can more effectively manage your
interview time because you have the majority of the details already laid out in front of you before you go into the interview process.

The Achiever pre employment assessment report will provide you with a good cognitive assessment (information regarding six mental aptitudes) as well
as communications skills (plus nine other behavioral traits), management skills, leadership skills and even the sales skills of the candidate.
The report will even provide personal development suggestions as well as other training and development recommendations.

There is a lot of misinformation regarding pre employment testing.
You have probably never read an article regarding
pre-employment testing that has been entirely correct and some of
the information tends to be very misleading. There are many different
types of personality assessments and profile testing that fall under the
"pre-employment testing umbrella" ranging from honesty and
integrity tests, to the full blown management evaluations that
measure career competency. There are also clinically oriented
psychological profile assessments which are diagnostic in nature.
Unfortunately, those distinctions are not made very clear in many of
the articles that are published concerning employment testing and evaluation.

Most of the articles that you have probably read pertain to
the use of psychological profile testing. There is a major difference
between non-invasive pre-employment testing assessments and clinically
oriented psychological assessments. Most of the assessment instruments
involved in litigation are "restricted use," psychological assessments which generally
should not be used in the business environment. For more information on this
subject, read the article on legality.
Saterfiel & Associates does not market those types of psychological
profile tests or assessments.